A STUDY ON THE CAREER DEVELOPMENT OF PERSONNEL BELOW OFFICER’s RANK (PBORs) IN ARMY Thesis Submitted to the Padmashree Dr. D. Y. Patil University, Department of Business Management in partial fulfillment of the requirements for the award of the Degree of DOCTOR OF PHILOSOPHY in BUSINESS MANAGEMENT Submitted by LT. COLONEL B. K. SAXENA (Enrollment No. DYP – Ph. D - 66100024) Research Guide Dr. R. GOPAL DIRECTOR, DEAN & HEAD OF THE DEPARTMENT PADMASHREE DR. D.Y. PATIL UNIVERSITY, DEPARTMENT OF BUSINESS MANAGEMENT, Sector 4, Plot No. 10, CBD Belapur, Navi Mumbai – 400 614 June 2010 A STUDY ON THE CAREER DEVELOPMENT OF PERSONNEL BELOW OFFICER’s RANK (PBORs) IN ARMY I DECLARATION I hereby declare that the thesis entitled “A Study On Career Development OfPersonnel Below Officer‟s Rank (PBORs) In Army ” submitted for the Award of Doctor of Philosophy in Business Management at the Padmashree Dr. D.Y. Patil University Department of Business Management is my original work and the thesis has not formed the basis for the award of any degree, associate ship, fellowship or any other similar titles. Place: Mumbai Date: , 2010 Signature of the Signature of the Signature of the Guide Head of the Dept of the student CERTIFICATE This is to certify that the thesis entitled “ A Study On the Career Development Of Personnel Below Officer ‟s Rank (PBORs) In Army ” and submitted by LT COLONEL B.K.SAXENA is a bonafide research work for the award of the Doctor of Philosophy in Business Management at the Padmashree Dr. D. Y. Patil University Department of Business Management in partial fulfillment of the requirements fo r the award of the Degree of Doctor of Philosophy in Business Management and that the thesis has not formed the basis for the award previously of any degree, diploma, associate ship, fellowship or any other similar title of any University or Institution. Also certified that the thesis represents an independent work on the part of the candidate. Place: Mumbai Date: , 2010 Signature of the Signature of Head of the department the Guide I I ACKNOWLEDGEMENT In the first place, I am indebted to the Padmashree Dr. D.Y. Patil University Department of Business Management, which has accepted me for Doctorate program and provided me with an excellent opportunity to carry out the present research project. I, with deep gratitude and respect, acknowledge the constant guidance and support received from my research guide Prof Dr. R.Gopal. He, with his pleasant and encouraging demeanor, made it possible for me to bring this research work to a fruitful end. I also acknowledge Dr Manjrekar and Dr Monga for establishing an enabling environment to pursue advanced research program. My special thanks are due to Government of India, Indian Army , their units & establishments, my mentors cum colleagues from Army, especially General Endley, Brig Atray, Brig Shekhawat, General Tandon, Col .Bhatia, Col Jindal, Col Kapoor , Col Bajpai and many other officers and Personnel Below Officers Ranks, who provided very useful inputs. Thanks are due to Ms Nandita for providing me the technical support towards developing a model software for the PBORs. My sincere thanks are due to Prof Keshav Rae, Director ISCOM, Pune for his support during my research work. My deepest regards lie for my friend and constant motivator Neelam - my wife, & my children Sumeet – Deepshikha , Eva and Shivam, who have borne with fortitude and never faltered in my competence. Place : Date: Signature of the student III PREFACE The prime responsibility of the Indian Army is to safeguard the territorial integrity of the country against external aggression. Due to the country ‟s long borders encompassing different geographical and climatic conditions such as desert terrain on the west, snow -covered mountains in the north and thick rain fed mountainous jungles in the east, the Army has to constantly prepare itself for diverse chall enges. In addition, it is now very often that the Army is required to assist the civil administration during internal security disturbances and in the maintenance of law and order, organising relief operations during natural calamities like floods, earthqu akes and cyclones and in the maintenance of essential services. The pressure of internal strife on the Army has increased manifold due to continuous deployment of its forces in intense counter insurgency operations in the areas of Jammu & Kashmir and the North East parts of the country. To achieve these objectives, the Army has to be constantly modernised, suitably structured, equipped and trained. The Army is one place where professional growth takes place at every step. Nowhere else does such phenomenal opportunity to constantly upgrade the skills is available. The high morale of the Indian Army personnel makes them ready and willing to face the challenge that face the nation across the borders. Indian Army is a great Indian institution, a blend of the best Indian traditions to manage its vast human resource. Acquisition, development, motivation and maintenance of human resources are the four major aspects of Human Resource Management which would entail having the Intake of officers and men most suited to the Army ‟s requirements; Training them to a high pitch including inculcating Service ethos and culture with an additional skill of developing an ability to handle technologically advance weapons; Providing a leadership which motivates them to fight to win and if needed, be prepared to make the supreme sacrifice ; and finally, preparing them to hang up their uniform with a sense of achievement , pride and honor. The intake, will define the qualities and standards desired in the personnel being recruited. Advancements in technology demand higher levels of education, while the anticipated employment requires the ability to withstand the stresses and strains of modern day warfare. Intake will need to be a balanced mix of these traits. An ability to get this mix will be a function of the attractiveness to the Service. The developmental function, like Training aims at exploiting the latent potential of each individual, ensuring the overall develop ment, thereby optimizing their contribution to the Service and thereby gradually preparing them for a smooth transition towards their retirement. The effective Motivation with it‟s impact would show essentially that the V characteristics and needs of each individual have been understood and taken care of. In the Army, this is essentially a function of leadership, which begins with a recognition that all the individuals are unique and thereby the motivation techniques must reflect the need of each individual. The factors which motivate a soldier are entirely different at the time of war. No amount of pay or perks can motivate a man to sacrifice his life. It is pride in the profession and in oneself, and faith in the leadership which are the key motivating factors. Development of leadership qualities and involvement of leaders with their command at each level is a prerequisite for motivation. For the Armed Forces to be „Successful‟ the leaders have to aim at not only meeting the highest standards of excellence but also taking good care of their people. Success is generated through this satisfaction of motivated people who give a commitment to succeed in their operational tasks.. Performance Appraisal and Career Counseling are inputs allowing an individual to know his career progression and meet his developmental needs. The former is also the main input of the organization for meeting its judgmental needs. It shall be quite evident that the quality of performance appraisal gets reflected directly indicating the level of motivation of the individual, and indirectly his faith in the system itself, based on his perceived accuracy towards the sele ction for promotion. The satisfaction and pride with which soldiers ‟ transit from uniform to the next phase of their lives should always be a key point for the planners. Preparing them for such a transition and helping them in VI resettlement should also be a part of their fundamental faith of the Army. Unfortunately, this aspect has not been given its due importance. There exist a large number of gaps in their post retirement scenario. Consequently, an attempt has been made to study the career development of PBORs in Army considering all these aspects. VIII CONTENTS SL.NO./ TITLE PAGE CHAPTER NO. NO. A Declaration i B Certificate Ii C Acknowledgement iii D Preface iv E Contents viii F List of Tables x G List of Figures xi H List of Abbreviations xii I Executive Summary xvii CHAPTERS 1 Introduction 1 2 Review of the Literature 31 3. Scope of the Study 50 4 Research Design and Methodology 57 5. Defence Forces 68 6 Indian Army : Comparison with the Global Armies 110 7 Important Avenues available for the Career 148 Development of PBORs VIII 8 Identification Of the Skill Sets drawn By Army for the 157 Civil Jobs . 9 Role of Directorate of Sainik Welfare in rehabilitation 172 of PBORs 10 Data Findings and Testing of Hypotheses 191 11 Development of Model Software for Rehabilitation of 198 PBORs 12 Conclusion and Summary of Research 214 Annexure 225-324 X LIST OF TABLES Table No. Title Page No. 1 Annexure 225 1 Bibliography 226 3.1 Questionnaire for self appraisal 247 4.2 Details of Sampling 249 5.6.1 Organisation Of Indian Army, Army HQ 250 To Brigade HQ Level 6.1 Comparison of Indian Army with some of the 255 Global Armies 8.8.1 Comparison of Army Trades and Civil 256 Trades 1 0.2A Test for Hypotheses: Region & Rank wise 260 1 0.4A Test for Objectives: Region & Rank wise 261 10.2B Analysis of Hypotheses by Region 262 10.3 Analysis of Hypotheses by Rank 293 12.9.1 Restructured HQ DG Resettlement 323-324 X LIST OF FIGURES Figure No.